Resource Manager

dentsu•Boston, MA

3d•$78,000 - $110,000•Hybrid

About The Position

Dentsu is seeking a detail-oriented, proactive Resource Manager to support capacity planning by balancing supply and demand, aligning professionals with suitable opportunities, and partnering with recruitment and leadership teams to optimize the workforce. The Resource Manager independently manages a portfolio of capacity-planning clients and projects, providing accurate reporting and analysis to leadership and project teams, identifying gaps, helping resolve issues, and recommending staffing strategies. The role also leads Resource Advisors and Resource Managers, aligning employee skills and experience with project requirements so that staffing needs are filled with the right person at the right time and cost. The Resource Manager participates in initiatives to improve Resource Management and Operations, supporting operational excellence, employee experience, and client delivery outcomes. This is a permanent, full-time position with a hybrid working arrangement. Employees who live within a 90-minute commute of a headquarters or hub office (New York, Chicago, Detroit, or Los Angeles) are generally required to work in-office two to three days per week, including one Team Day. The minimum number of in-office days may vary by office and role. Employees who do not live near an office may be designated remote, depending on the role and business needs. Employees are expected to be flexible to attend an office as needed to meet company and client needs. The annual salary range is $78,000–$110,000. Placement within the range depends on factors including relevant experience, knowledge, and skills. Benefits include medical, vision, and dental insurance; life and short- and long-term disability insurance; a 401(k); flexible paid time off; at least 15 paid holidays per year; paid sick and safe leave; and paid parental leave.

Requirements

Bachelor’s degree in Business, Human Resources, Operations, or a related field, or equivalent experience.
At least 6 years of experience in resource management, workforce planning, project management, or a related function.
Strong analytical skills, including the ability to interpret data and translate insights into action.
Excellent communication and interpersonal skills, with the ability to collaborate effectively with stakeholders at all levels.
Strong organizational skills, attention to detail, and the ability to manage multiple priorities.

Nice To Haves

Experience using Workday or similar HRIS platforms.
Background in a large agency, consulting, or professional services organization.
Strong Microsoft application skills, including Excel, PowerPoint, Teams, and Power BI.
Familiarity with capacity-planning tools or utilization-tracking systems, particularly Adobe Workfront.

Responsibilities

Lead capacity-planning meetings to understand resource needs for new projects, timeline changes, and added scope, and facilitate risk and issue mitigation.
Liaise among growth teams, account leads, service-line leadership, recruiting, human resources, and operations to address applicable supply and demand.
Partner with Growth teams on early-stage opportunities to align expected close dates with resource availability across a portfolio of clients.
Document action items and meeting notes from capacity-planning meetings with business capability leaders.
Lead a team of Resource Advisors and Resource Managers, overseeing the accuracy and completeness of their day-to-day work.
Escalate sensitive or high-risk staffing situations to leadership as needed.
Review the opportunity pipeline proactively to understand and forecast upcoming demand.
Maintain accurate resource-capacity data in the workforce management tool.
Track utilization against targets, analyze anomalies, and support remediation strategies.
Validate external-hire requests from business capability leaders and track approvals and open job requisitions in Workday once approved.
Work with line-of-business managers and employees to understand skills, experience, and aspirations and identify suitable opportunities.
Propose currently or soon-to-be available resources for projects based on skills, professional goals, and staffing preferences.
Influence leaders and employees to consider alternative staffing outcomes by explaining their value and longer-term benefits.
Communicate the financial, client-relationship, and skills impacts of assigning one resource rather than another.
Serve as a point of contact for conflicts involving resource needs, placements, allocations, and shifts.
Resolve staffing conflicts to the satisfaction of involved parties, including by identifying creative staffing alternatives and negotiating with projects and resources.
Identify current and potential future over- or under-utilization and work with leadership to address issues and mitigate risk.